Senior Total Rewards Lead
About this role
Job Description:
RMI is seeking a Total Rewards Senior Lead to own and lead its compensation, benefits, and people analytics function. Reporting to the Director of Talent & People Operations, you will own compensation strategy and administration, benefits program design and oversight, people analytics infrastructure, and LOA policy for a global workforce.
This is the senior Total Rewards presence at RMI. The function is being built and this person will serve as its architect; an experienced individual contributor with full functional accountability for compensation, benefits, LOA policy, and people analytics.
Responsibilities
Compensation Strategy & Administration
Own, lead, and evolve RMI’s global compensation strategy, including salary structure design, pay equity framework, job leveling, and the annual compensation cycle.
Maintain and evolve compensation benchmarking using market data (e.g., Radford, Mercer, Birches) to keep RMI competitive globally; lead new-hire and promotion benchmarking and the annual pay-equity review.
Partner with People Partners and hiring managers on offer recommendations and internal equity reviews.
Partner with People Operations on payroll accuracy and timing; serve as the Total Rewards SME on compensation-related payroll questions.
Benefits Strategy & Program Design
Own and lead benefits program strategy and design for US and global programs (health, dental, vision, retirement/403b, wellness, PTO, supplemental), with operational administration executed by the Benefits & Compliance Specialist.
Lead annual benefits plan assessment and plan design decisions — evaluating coverage, competitiveness, and global benefits structure; advise on renewals in partnership with People Operations, which maintains broker relationships and owns open enrollment execution in Workday.
Own and lead LOA policy design and oversight across all leave programs (FMLA, parental, disability, accommodations, sabbatical), with case management handled by the Benefits & Compliance Specialist; serve as policy SME for complex or escalated situations.
People Analytics
Own and lead compensation and benefits analytics, including pay equity reporting, salary trend analysis, benefits utilization data, and compensation benchmarking, to support decision-making across the People Team; partner with People Operations on broader People Team dashboards where compensation data is an input
Translate data into actionable insights and leadership presentations; partner with Finance on headcount modeling and workforce-planning scenarios.
Functional Leadership & Partnership
Own and lead the Total Rewards function end to end — setting strategy, standards, and priorities across compensation, benefits, LOA policy, and people analytics, and driving outcomes through cross-functional partnership rather than direct authority.
Partner with the Sr. Manager, Talent & Performance on analytics deliverables that support workforce planning, talent review, and performance management decision-making.
Minimum Qualifications
7+ years of progressive experience in Total Rewards, Compensation, or Benefits, with demonstrated ownership of compensation strategy, benefits program design, and people analytics.
Experience supporting a global workforce across multiple geographies and employment types (EOR, direct hire, contractors).
Strong analytical skills; proficiency with Excel/Google Sheets and HRIS systems (Workday preferred), including experience building dashboards and analytics reporting using HRIS and compensation data.
Knowledge of US benefits compliance (ERISA, HIPAA, ACA) and familiarity with international benefits structures.
Experience with FMLA and state leave policy; comfort with LOA frameworks and third-party administrator management.
Excellent communication skills, with the ability to present complex compensation and benefits information to all levels.
Demonstrated ability to own a function independently and drive outcomes through influence rather than direct authority; experience partnering with specialists and analysts on execution while retaining full accountability for the work.
Experience building or maintaining compensation and benefits analytics, including pay equity reporting, salary benchmarking, and benefits utilization data, and translating insights into actionable recommendations for senior leaders.
Experience owning and leading compensation survey participation (Radford, Mercer, Birches, or comparable) and translating market data into pay recommendations and job architecture decisions.
Strong interpersonal awareness, collaboration, and coaching skills; skilled navigator of differences to build inclusive processes.
Proven ability to manage multiple priorities and build relationships at all levels in a fast-moving, ambiguous environment.
Preferred Qualifications
CCP (Certified Compensation Professional) or CEBS (Certified Employee Benefits Specialist) certification is strongly preferred.
Experience with compensation survey platforms — Radford, Mercer, Birches, or comparable — including survey participation and market pricing methodology.
Experience with Workday compensation and benefits modules, including system configuration and reporting.
Experience owning and conducting pay equity analyses, including statistical review and remediation planning.
Experience with international compensation structures — EOR models, developing market pay practices, and multi-currency compensation management.
Experience with benefits open enrollment including plan design, employee communications, and coordination with system administration teams.
Experience with energy, climate, or mission-driven organizations.
Bachelor’s degree in HR, Business, Finance, or related field.
We encourage anyone who is interested in this role to apply, regardless of whether you feel you meet 100% of the qualifications. The top candidates will bring their own unique perspectives, experiences, and backgrounds from a variety of industries along with many but not necessarily all the skills listed above. We offer professional learning and training opportunities to help you develop the skills you may not have had the opportunity to cultivate yet.
Visa Sponsorship
Please note: At this time, RMI is not able to sponsor employment visas or hire candidates who require visa sponsorship to work in the United States. All candidates must have current, independent authorization to work in the U.S. without present or future sponsorship from RMI. We will update our hiring pages if this status changes.
Location
We are a remote-ready company with team members around the globe. Our beautiful and welcoming offices are available for meetings or focused work, whether you are traveling through or living nearby. Our U.S. offices are in New York City; Washington DC; Oakland, California; Boulder, Colorado, and Basalt, Colorado. This role can be located from anywhere in the continental United States.
We provide you with the essential IT equipment plus a one-time home technology payment and a monthly work from home/commuter allowance to ensure you have a comfortable home office set up and necessary supplies.
We love seeing each other in person! We occasionally gather for shared time together like retreats and learning experiences. Be ready to travel for occasional in-person meetings (and of course, we cover travel costs). Some roles may require more travel, which will be discussed during the hiring process.
Compensation
At RMI, we prioritize fairness in our pay practices. Salaries are determined based on a mix of experience, market benchmarks, and internal equity across similar roles. The salary range for this position is $94,930-$117,000. New hires typically start toward the lower end of the range, depending on experience and alignment with the role scope. In addition to base salary, this position includes an annual bonus target of 10% and eligibility for merit-based increases, which are tied to both individual and organizational performance.
Benefits
We offer an array of benefits including:
Medical, dental, vision insurance
403b retirement match with immediate vesting
Group life, AD&D, and short- and long-term disability
Optional voluntary life, AD&D and accident plans
Health savings or flexible spending accounts
Fertility and hormonal health support
Mental health and wellness support
Comprehensive leaves of absence (including generous parental leave)
Generous paid time off and sick leave
Paid sabbatical leave
Regional holidays with at least one extended break in each geography
Work from home and home technology allowances
Learning & development opportunities (LinkedIn Learning and an annual individual professional development budget)
Potential for bonuses and merit increases
Discount marketplace (gym memberships, pet insurance, etc.)
Hybrid / remote work options
Team retreats and geographic meetups
Rewards and recognition programs
Diversity
We know that the diversity of our teams makes us stronger as an organization, and RMI is dedicated to the principles of equal employment opportunity as outlined in U.S. federal law. We prohibit discrimination against applicants, interns, and employees on the basis of any legally recognized basis, including but not limited to: age (40 and over), race, color, sex, pregnancy (including lactation, childbirth, or related medical conditions), religion, national origin, ancestry, physical or mental disability, genetic information (including testing and characteristics), sexual orientation, gender expression/identity, uniformed service member status, veteran status, citizenship status, or any other applicable status protected by applicable law.
RMI is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.
Originally posted on Himalayas